Australia Pay Equity Overview

Overview

Australia's commitment to pay equity has significantly evolved, transitioning from a focus on individual anti-discrimination complaints to a proactive regulatory approach aimed at fostering transparency and systemic accountability in workplaces. Historically, the nation's legal framework for equal pay was primarily embedded within broader anti-discrimination laws, such as the Sex Discrimination Act 1984, which required individuals to demonstrate direct discrimination. However, a growing recognition of systemic gender-based undervaluation of work and the persistent national gender pay gap spurred more targeted legislative interventions. The Workplace Gender Equality Act 2012 (WGE Act) marked a pivotal shift, establishing a dedicated agency and mandatory reporting requirements to drive systemic change rather than relying solely on individual grievances. This legislative evolution reflects a national philosophy that views gender equality in the workplace, including equal remuneration for work of equal or comparable value, as not only a fundamental human right but also crucial for economic prosperity and social justice.

The Australian government has intensified its efforts to close the gender pay gap, which, despite recent improvements, remains a significant challenge. As of August 2025, the national gender pay gap reached a record low of 11.5% for full-time ordinary earnings, a substantial decrease from 18.7% a decade prior. This means that women working full-time earn, on average, $242.30 less per week than men. When considering all remuneration, including base salary, overtime, bonuses, and other payments, the national gender pay gap is higher, standing at 21.8%. Women's workforce participation has also reached an all-time high of 63.5% in July 2025, up from 58.3% ten years ago, indicating greater female engagement in the economy. Despite these positive trends, women continue to be overrepresented in lower-paying roles and industries, and significantly underrepresented in leadership positions, with men accounting for 64% of the highest-paying quartile of jobs in 2024-25. These statistics underscore the ongoing need for robust legislative and policy interventions to address the multifaceted causes of pay inequality.

Recent legislative reforms, particularly the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023 and the Workplace Gender Equality Amendment (Setting Gender Equality Targets) Act 2025, underscore a strategic push towards greater transparency and measurable outcomes. These amendments build upon the foundation of the Workplace Gender Equality Act 2012, which established the Workplace Gender Equality Agency (WGEA) to promote and improve gender equality. The introduction of mandatory public reporting of employer gender pay gaps, which began in March 2025, and the requirement for large employers to set gender equality targets from 2026, are designed to accelerate progress, foster accountability, and encourage cultural change within organisations. This comprehensive approach aims to address the systemic and structural causes of the gender pay gap, including occupational segregation, the undervaluation of female-dominated work, and barriers to women's career progression and leadership opportunities, moving Australia closer to genuine workplace equality.

Regulatory Approach

Australia's regulatory approach to pay equity is characterized by a blend of mandatory reporting, proactive target setting, and robust enforcement mechanisms, primarily overseen by the Workplace Gender Equality Agency (WGEA). The core of this approach lies in the Workplace Gender Equality Act 2012 (WGE Act), which mandates annual reporting on gender equality indicators for a broad range of employers. This reporting is not merely a data collection exercise but a strategic tool designed to drive organisational self-assessment, identify disparities, and stimulate improvement. WGEA, the statutory body responsible for administering the WGE Act, plays a crucial dual role as both a regulator, ensuring compliance with reporting obligations, and a driver of change, providing guidance, resources, and insights to assist employers in meeting their obligations and advancing gender equality outcomes across the nation.

A significant aspect of the regulatory framework is the tiered application of requirements based on employer size, ensuring that the burden is proportionate while still achieving broad coverage. Private sector and Commonwealth public sector employers with 100 or more employees are required to submit annual Gender Equality Reports to WGEA. These reports encompass a detailed workplace profile, workforce management statistics, and a comprehensive questionnaire on policies and strategies related to gender equality. The data collected includes employee-level information on remuneration, job classification, and employment type, disaggregated by gender. For larger employers, specifically those with 500 or more employees, additional obligations apply, including the requirement to select and commit to achieving at least three gender equality targets from a prescribed menu of numeric and action-oriented goals. These targets, which commenced in 2026, are designed to foster accountability and accelerate progress over a three-year cycle, with a strong emphasis on measurable outcomes.

The compliance philosophy underpinning Australia's pay equity regulations emphasizes transparency and proactive engagement. The public reporting of employer gender pay gaps by WGEA, a key reform introduced in 2023, is designed to encourage employers to proactively address disparities, develop action plans, and communicate their commitment to pay equity. Enforcement of pay equity regulations is multifaceted, involving administrative oversight by WGEA, judicial powers vested in the Fair Work Commission (FWC) for making equal remuneration orders, and the Fair Work Ombudsman (FWO) for enforcing workplace rights, including those related to pay secrecy. This comprehensive enforcement style aims to ensure that employers not only comply with reporting requirements but also actively work towards eliminating gender-based pay discrimination and promoting genuine workplace equality, with a focus on systemic change rather than solely individual complaints.

Key Pay Equity Legislation

• Australia Workplace Gender Equality Act (Act, In Force (Amended), 2012): This foundational legislation established the Workplace Gender Equality Agency (WGEA) and introduced a comprehensive framework for promoting and improving gender equality in Australian workplaces. It mandates annual reporting by non-public sector and Commonwealth public sector employers with 100 or more employees on six Gender Equality Indicators (GEIs), including equal remuneration between women and men. The Act aims to remove barriers to women's full and equal participation in the workforce, eliminate discrimination based on gender, and foster a culture of transparency and accountability regarding gender equality outcomes.
• Australia Secure Jobs, Better Pay (Act, In Force, 2022): This significant amendment to the Fair Work Act 2009 introduced new provisions prohibiting pay secrecy clauses in employment contracts. It established a new workplace right for employees to disclose or not disclose their remuneration and to ask other employees about their pay and related terms and conditions without fear of adverse action. The Act also protects employees from adverse action for exercising these rights, aiming to increase pay transparency and directly help address gender pay gaps by empowering employees with information. Furthermore, it established expert panels within the Fair Work Commission to specifically address pay equity matters and care sector wages.
• Australia Gender Pay Gap Act (Act, In Force, 2023): This Act, which amended the Workplace Gender Equality Act 2012, introduced the requirement for WGEA to publicly publish the gender pay gap information of relevant employers. It expanded the Gender Equality Indicators to include policies and strategies related to sexual harassment, harassment on the ground of sex, and discrimination, broadening the scope of gender equality reporting. The legislation aims to significantly boost pay gap transparency, encourage employers to take concrete actions to close gender pay gaps within their organisations, and enable public scrutiny of corporate performance on gender equality.
• Fair Work Closing Loopholes Act 2024 (Act, In Force, 2024): This Act is part of broader reforms to the Fair Work Act 2009, designed to strengthen protections for workers and address various loopholes in industrial relations. While its direct pay equity provisions are less explicit than other acts, its measures related to underpayment, improved enforcement mechanisms, and protections for vulnerable workers indirectly support pay equity. By ensuring that all workers receive their correct entitlements and strengthening the ability to recover unpaid wages, it helps prevent gender-based wage theft and addresses the undervaluation of work that disproportionately affects women.
• Australia Wage Theft Act 2024 (Act, In Force, 2024): This Act, often associated with the broader "Closing Loopholes" reforms, criminalizes intentional wage underpayment by employers. Commencing from January 1, 2025, it introduces significant penalties, including imprisonment and substantial fines, for employers who deliberately fail to pay their employees their correct wages. While not exclusively focused on gender, this legislation indirectly supports pay equity by providing a stronger deterrent against all forms of wage exploitation, including those that disproportionately affect women in undervalued roles, thereby ensuring that legal minimums and award rates are strictly adhered to.
• Workplace Gender Equality Targets Act (Act, In Force, 2025): This Act, which further amended the Workplace Gender Equality Act 2012, introduces a mandatory targets scheme for large employers. It requires private and Commonwealth public sector employers with 500 or more employees to select, commit to achieve, and report on at least three gender equality targets from a prescribed menu over a three-year cycle, commencing in 2026. These targets cover various aspects of gender equality, including reducing the gender pay gap, improving gender composition in leadership, and increasing the uptake of flexible work. The legislation aims to accelerate action and embed systemic cultural change in large workplaces by setting clear, measurable goals.

Covered Employers

The Australian pay equity regulations apply broadly across both the private and Commonwealth public sectors, with specific thresholds determining the extent of reporting and compliance obligations. The primary legislation, the Workplace Gender Equality Act 2012 (WGE Act), mandates annual reporting for all employers in Australia that employ 100 or more people. This threshold applies to both private sector entities and Commonwealth public sector employers, ensuring a wide coverage of the Australian workforce. Employers are required to report if they currently employ 100 or more people or expect to do so for at least six months during the reporting period. Once an employer has reported, they are automatically included in future reporting cycles, and the reporting obligation continues even if their employee count falls to between 80 and 99 employees, ensuring continuity in data collection and monitoring.

Further, a more stringent set of requirements applies to what are termed "Designated Relevant Employers" (DREs). These are defined as employers who directly employ 500 or more employees in Australia. This includes subsidiaries of foreign companies, provided they meet the 500-employee threshold within Australia. For corporate groups, the 500-employee threshold applies to each individual entity (employing ABN) within the group, meaning a parent company or subsidiary is only a DRE if it individually employs 500 or more employees, not if it reaches this number when combined with other entities in the group. These DREs are subject to additional obligations, including having formal policies or strategies in place for each of the six Gender Equality Indicators and, from 2026, selecting and committing to achieve at least three gender equality targets from a prescribed menu over a three-year cycle. These targets are designed to drive more intensive action and accountability from the largest employers.

Exemptions from these reporting and target-setting requirements are limited and generally tied to employee numbers. If an employer's total employee count falls below 80, they may no longer be required to report, but they must notify WGEA of this change. For DREs, the designation ceases if their employee count falls below 400 for a continuous period of six months. While the WGE Act primarily focuses on employers with 100 or more employees, the fundamental principles of equal remuneration for work of equal or comparable value, as enshrined in the Fair Work Act 2009, apply to all employers regardless of size. This ensures that even smaller businesses are legally obligated to uphold pay equity, although they may not be subject to the same extensive reporting and target-setting mandates. The comprehensive nature of these regulations aims to influence workplace practices across a significant portion of the Australian economy, driving systemic change in gender equality.

Employee Rights

Australian legislation has significantly enhanced employee rights concerning pay transparency and equal remuneration, empowering individuals to address potential pay inequities and fostering a more open workplace culture. A cornerstone of these rights was introduced by the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022, which explicitly prohibits pay secrecy clauses in employment contracts. This means that any term in an employment contract entered into or varied from December 7, 2022, that prevents an employee from discussing their salary with others, has no legal effect and cannot be enforced. For contracts entered into before this date, pay secrecy clauses remain valid until the contract is varied, at which point they become ineffective. From June 7, 2023, new employment contracts are prohibited from containing pay secrecy clauses, with potential civil penalties for employers who breach this provision, thereby ensuring a fundamental shift towards greater pay openness.

Beyond the prohibition of pay secrecy, the Secure Jobs, Better Pay Act 2022 established a new workplace right for employees to disclose or not disclose information about their remuneration and any terms and conditions of employment that are reasonably necessary to determine remuneration outcomes. Crucially, employees also have the right to ask other employees, whether employed by the same or a different employer, about their remuneration. These are considered "workplace rights" under the Fair Work Act 2009, meaning employees are protected from adverse action (such as disciplinary action, dismissal, or discrimination) by their employer for exercising these rights. This legislative change aims to foster greater transparency, enabling employees to assess whether their remuneration is fair and comparable to that of their peers, thereby facilitating the identification and challenge of gender-based pay disparities and promoting informed discussions about pay equity.

In cases where employees believe they are not receiving equal remuneration for work of equal or comparable value due to their gender, they have the right to seek an Equal Remuneration Order (ERO) from the Fair Work Commission (FWC). An application for an ERO can be made by an affected employee, a union representing an employee, or the Sex Discrimination Commissioner. The FWC can also initiate an ERO on its own initiative, demonstrating its proactive role. When considering an application, the FWC must form an expert panel and may take into account comparisons within and between occupations and industries, as well as historical undervaluation based on gender, to determine if work has been undervalued. An ERO can increase an employee's remuneration, including in stages, but cannot reduce it, and it overrides less beneficial terms in modern awards or enterprise agreements. Employers who contravene an ERO can face significant penalties, and the Fair Work Ombudsman can apply to the Federal Circuit and Family Court of Australia to enforce such orders, providing a robust pathway for redress.

Governance & Enforcement Bodies

Australia's pay equity landscape is governed and enforced by a tripartite structure involving the Workplace Gender Equality Agency (WGEA), the Fair Work Commission (FWC), and the Fair Work Ombudsman (FWO), each with distinct yet complementary roles. The Workplace Gender Equality Agency (WGEA) is a statutory Australian Government agency established under the Workplace Gender Equality Act 2012. Its primary purpose is to promote and improve gender equality, including equal remuneration, in Australian workplaces. WGEA's functions are extensive, encompassing advising and assisting employers, developing benchmarks for gender equality indicators, collecting and analysing annual reports from employers, monitoring compliance with the WGE Act, undertaking research and educational programs, and contributing to public discussion on workplace gender equality. WGEA also publishes employer gender pay gaps and issues compliance certificates, which are crucial for businesses seeking government contracts, thereby leveraging commercial incentives for compliance.

The Fair Work Commission (FWC) serves as Australia's national workplace relations tribunal, with significant powers related to equal remuneration. Under the Fair Work Act 2009, the FWC is empowered to make Equal Remuneration Orders (EROs) to ensure that men and women receive equal remuneration for work of equal or comparable value. Applications for EROs can be made by affected employees, unions, or the Sex Discrimination Commissioner, and the FWC can also initiate such orders. To enhance its capacity in this area, the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 established two new Expert Panels within the FWC: one for Pay Equity and another for the Care and Community Sector. These panels comprise Commission members with specific expertise in gender pay equity and anti-discrimination, supported by a dedicated research unit, ensuring that complex wage-related matters are considered by specialists and that systemic undervaluation can be addressed effectively.

The Fair Work Ombudsman (FWO) is another critical enforcement body, responsible for promoting harmonious, productive, and cooperative workplace relations and ensuring compliance with Australian workplace laws. While WGEA focuses on systemic gender equality reporting and the FWC on adjudicating equal remuneration claims, the FWO's role involves investigating breaches of the Fair Work Act, including those related to pay secrecy provisions introduced by the Secure Jobs, Better Pay Act 2022. The FWO can initiate court proceedings against employers who contravene workplace rights, such as an employee's right to discuss their pay or the prohibition of pay secrecy clauses. Furthermore, with the introduction of the Australia Wage Theft Act 2024, the FWO plays a crucial role in enforcing the criminalisation of intentional wage underpayment. These bodies coordinate their efforts to provide a comprehensive regulatory and enforcement framework, ensuring that employers meet their obligations and employees' rights to fair and equal pay are protected through various avenues, from administrative oversight to judicial intervention.

Monitoring & Compliance

Monitoring and compliance with pay equity regulations in Australia are primarily driven by the annual reporting requirements administered by the Workplace Gender Equality Agency (WGEA). Private sector and Commonwealth public sector employers with 100 or more employees are legally required to submit a comprehensive Gender Equality Report each year. This report consists of three main components: a Workplace Profile, which collects employee-level data on workforce composition, salaries, and job function, disaggregated by gender; Workforce Management Statistics, detailing metrics related to hiring, promotion, retention, and parental leave, also disaggregated by gender; and a Questionnaire on policies and strategies aimed at promoting gender equality, covering areas such as flexible work, leadership development, and anti-discrimination measures. The CEO or a member of the governing body must sign off on the accuracy of the information provided, underscoring the importance of leadership accountability and commitment to the reporting process.

Beyond data submission, the compliance process involves several key steps designed to foster internal review and external transparency. Employers are required to provide an executive summary of their annual Gender Equality Report and an industry benchmark report to all members of their governing body. These reports offer crucial insights into the organisation's gender equality performance against six Gender Equality Indicators (GEIs) and allow for comparison against comparable employers within their industry, facilitating strategic planning and targeted interventions. This internal dissemination is intended to stimulate board-level discussion and drive meaningful action. Furthermore, employers must inform their employees and shareholders that a public report has been lodged and where it can be accessed, and that comments can be made to the employer or WGEA. This level of transparency encourages stakeholder engagement and external scrutiny, reinforcing the commitment to gender equality and accountability.

WGEA actively monitors compliance with the WGE Act and its associated instruments, employing a robust compliance strategy. The agency reviews the submitted reports for completeness and accuracy, assesses workplace gender equality performance, and provides tailored feedback to employers, highlighting areas of strength and areas requiring improvement. For employers with 500 or more employees, compliance also involves selecting and demonstrating progress against at least three gender equality targets over a three-year cycle, commencing in 2026, with WGEA monitoring their achievement. WGEA issues a compliance certificate to relevant employers who meet their reporting obligations. This certificate is particularly important for businesses that supply goods and services to the Australian Government, as it can be a condition for eligibility for contracts above a certain procurement threshold (e.g., $80,000). Non-compliance, such as failing to report on time or provide requested information, can lead to an employer being publicly named as non-compliant, which carries significant reputational and commercial implications, serving as a powerful incentive for adherence to the regulations.

Penalties & Enforcement

The Australian regulatory framework for pay equity includes a range of penalties and enforcement mechanisms designed to ensure compliance and deter breaches of the law, reflecting a commitment to both administrative and legal accountability. For non-compliance with the Workplace Gender Equality Act 2012 (WGE Act), the primary sanction is public naming. Employers who fail to meet their annual reporting obligations without a reasonable excuse, or fail to provide requested information to the Workplace Gender Equality Agency (WGEA), may be included on a publicly accessible 'Named as Non-compliant List' on WGEA's website. This public exposure can have significant reputational damage for businesses, impacting their brand, talent attraction, and stakeholder relations. Furthermore, non-compliant employers may become ineligible to compete for contracts under the Commonwealth procurement framework or for Commonwealth grants and other financial assistance, particularly for contracts worth $80,000 or more. This provides a strong commercial incentive for compliance, as government contracts are a significant revenue stream for many businesses.

Breaches of the Fair Work Act 2009, particularly concerning pay secrecy provisions and equal remuneration orders, carry substantial civil penalties. The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 introduced a new workplace right for employees to discuss their remuneration, and it explicitly prohibits pay secrecy clauses in new or varied employment contracts. Employers who include pay secrecy clauses in new contracts after June 7, 2023, or take adverse action against an employee for discussing their pay, can face civil penalties. The maximum penalty for violating these provisions can be substantial, reaching up to $93,900 per breach for corporations, and $18,780 for individuals involved in the contravention. The Fair Work Ombudsman (FWO) is empowered to investigate alleged breaches and initiate court proceedings for alleged contraventions of these prohibitions, ensuring that employee rights are protected and enforced through legal channels.

In cases of unequal remuneration, the Fair Work Commission (FWC) can issue Equal Remuneration Orders (EROs) to ensure equal pay for work of equal or comparable value. Employers who fail to comply with the terms of an ERO are exposed to further penalties, as such orders are legally binding. From January 1, 2025, the Australia Wage Theft Act 2024 criminalized intentional underpayment of wages by an employer, introducing even more severe consequences for deliberate non-compliance. This means that employers who intentionally fail to pay their employees their correct wages, including those affected by gender-based undervaluation, could face criminal prosecution, with penalties including imprisonment for up to 10 years and fines of up to $7.8 million for corporations or three times the amount of the underpayment, whichever is greater. The appeals process for FWC decisions generally involves applications for review to a Full Bench of the FWC, and further appeals on points of law may be possible to higher courts. This multi-layered enforcement approach, ranging from public naming to civil penalties and criminal charges, underscores Australia's commitment to ensuring fair and equitable remuneration practices and deterring non-compliance.

International Alignment

Australia's pay equity regulations demonstrate a strong alignment with international labour standards, particularly those promoted by the International Labour Organization (ILO). The principle of equal remuneration for men and women for work of equal value is a fundamental tenet enshrined in ILO Convention No. 100, which Australia ratified in 1975. The Fair Work Act 2009, through its equal remuneration provisions and the power of the Fair Work Commission (FWC) to make Equal Remuneration Orders, directly implements this principle by ensuring that remuneration decisions are not influenced by gender. Furthermore, the broader framework of the Workplace Gender Equality Act 2012, which aims to eliminate discrimination and promote gender equality in employment, aligns with ILO Convention No. 111 concerning Discrimination (Employment and Occupation), ratified by Australia in 1973. These foundational international commitments provide the bedrock for Australia's domestic legislative efforts.

The recent legislative reforms in Australia, such as the mandatory public reporting of employer gender pay gaps and the prohibition of pay secrecy clauses, position the country as a leader in pay transparency and proactive measures to close the gender pay gap. These initiatives go beyond the basic requirements of international conventions by actively encouraging employers to identify and address pay disparities within their own organisations. The establishment of gender equality targets for large employers, a scheme described as the first of its kind globally, further demonstrates Australia's commitment to accelerating progress and embedding systemic cultural change. This proactive stance aligns with the spirit of continuous improvement advocated by international bodies, pushing beyond mere compliance to foster genuine equality of opportunity and outcome, and setting a high bar for other nations to follow in addressing systemic gender inequality.

While Australia's legislative framework is robust and progressive, ongoing efforts are required to fully realise the ambitions of international standards. The persistent gender pay gap, despite its reduction, indicates that systemic issues remain, including occupational segregation and the undervaluation of female-dominated work. However, the comprehensive nature of Australia's laws, which include reporting on a wide range of gender equality indicators, mechanisms for collective bargaining, and strong enforcement powers, places it favourably compared to many other countries. The focus on transparency, accountability, and measurable targets reflects a modern approach to pay equity that is in line with global best practices and the evolving expectations of international organisations for governments to take decisive action to address gender inequality in the workplace. The continuous review and amendment of legislation, such as the recent "Closing Loopholes" acts, further demonstrate an adaptive and responsive regulatory environment committed to upholding and strengthening workers' rights, including the right to fair and equal remuneration.

Future Developments

Australia's pay equity landscape is poised for further significant developments, with several key reforms and upcoming deadlines designed to accelerate progress towards gender equality in the workplace. A major upcoming change is the full implementation of the Workplace Gender Equality Amendment (Setting Gender Equality Targets) Act 2025. This legislation, which commenced in March 2025, will require private and Commonwealth public sector employers with 500 or more employees to select and commit to achieving at least three gender equality targets from a prescribed menu. Employers will begin selecting these targets in 2026, with a three-year cycle to demonstrate improvement or achievement. This initiative, considered a world-first, aims to drive accountability and cultural change by mandating measurable goals across various gender equality indicators, including reducing the gender pay gap, improving gender composition in leadership roles, and increasing the uptake of flexible work arrangements, thereby embedding systemic change within large organisations.

Beyond the targets scheme, the Australian government continues to signal a strong political outlook for advancing gender equality. The ongoing focus on transparency, as evidenced by the annual publication of employer gender pay gaps by WGEA, is expected to intensify public scrutiny and encourage proactive measures from businesses. The 2023-24 Employer Gender Pay Gaps Report was published in March 2025, and subsequent reports will continue to provide benchmarks and highlight areas for improvement, fostering a competitive environment for gender equality. The government's broader "Working for Women: A Strategy for Gender Equality" outlines a comprehensive vision that includes closing the gender pay gap, balancing unpaid work, and addressing gender-based violence, indicating a sustained commitment to legislative and policy reforms across multiple fronts. This strategic direction suggests that future developments may include further refinements to reporting requirements, expanded scope of covered employers, or additional mechanisms to address specific drivers of the gender pay gap, such as occupational segregation and the undervaluation of care work.

The Fair Work Commission (FWC) will also continue to play a crucial role in future pay equity developments, particularly through its expert panels and ongoing reviews of gender-based undervaluation in awards. The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 established these panels to hear wage-related matters and address low wages in the care and community sector, which are predominantly female-dominated. Decisions from these reviews, such as the 2025 Aged Care Case (Stage 3) decision which saw significant pay increases for direct care workers, are expected to continue to influence minimum wage rates and award conditions in other female-dominated industries, thereby addressing historical undervaluation. The criminalisation of intentional wage underpayment from January 2025 under the Australia Wage Theft Act 2024 also represents a significant strengthening of enforcement, which will indirectly support pay equity by ensuring all workers receive their lawful entitlements. These combined efforts underscore a dynamic and evolving regulatory environment in Australia, with a clear trajectory towards achieving greater pay equity and gender equality in the workplace.

Key Regulations

Title	Type	Status	Year
Australia Workplace Gender Equality Act	Act	In Force (Amended)	2012
Australia Gender Pay Gap Act	Act	In Force	2023
Fair Work Closing Loopholes Act 2024	Act	In Force	2024
Workplace Gender Equality Targets Act	Act	In Force	2025

Sources and References

Source	Type
Department of the Prime Minister and Cabinet - Workplace gender equality	official
Australian Human Rights Commission - Statistics about gender equality	official
Workplace Gender Equality Agency (WGEA)	official
Fair Work Ombudsman	official
Fair Work Commission	official
Federal Register of Legislation	official